Its very simple, set up a meeting with department heads or line manager and discuss their requirements in details such as: Position/Designation, Job Details, Qualification, Grades, Time Limit, Temporary or Permanent and Salary ect... ect.
Hope this will help you to take initiative.
Wishing you all the Luck.
18th February 2012 From Saudi Arabia, Riyadh
1) You can adopt function wise analysis to know as to how much man power each function requires. For example, finance, marketing,maitenance or packaging.
2)Then conduct role wise analysis in each function to know how many roles are required to perform each function.. A function is carried through different roles like Finance Manager, finnace officer, finance executive and accounts clerk/Assistant.
3) Then ascertain the gap between how many are required and how many are presently mannnig the roles.
4) Then add to it, the number of employees likely to retire in a year.
5) Then add to it the additional manpower role wise and function wise, that is required in view of any business expansuion plans and over which time they are required.
6) Take into account any modernisation plans which are likely to reduce manual processes.
These are broad guide lines that can help in manpower planning.
HR & Labour Law Advisor
18th February 2012 From India, Mumbai
For Man power planning. You have to do time motion study on the job. Then you will be
knowing actual manpower requirement to each section. or you have to get from production
Then you have to plan for manpower accordingly.
18th February 2012 From India, Hyderabad
All the suggestions are quite relevent,even I do want to know about the complete processes of man power planning.
So,requesting to all members,could you pls give some more suggestions on this particular topic.
Waitng for the replies.:-):-)
20th February 2012 From India, Hyderabad
Mr.Sai kumar & Shakeel,i do agree meeting the departmental heads & analysing the manpower will make job done.
but is that the rightway. because i have a feeling that "will the HOD mind increasing the cost of unnecessary manpower or not"
3rd March 2012 From India, Madras
Manpower planning does not mean mere increasing manpower but also planning as to how to deploy the existing manpower to secure otimimu utilisation of the resources so that it may reduce the need to recruit more manpower. It means you need to plan as to how the existing skills be put to optimum use and how to dispense with redundant jobs etc. By this you can control the cost on recruiting manpower.
HR & Labour Law Advisor
3rd March 2012 From India, Mumbai